What are the legal responsibilities of companies hiring foreign personnel for employment?

企业聘用外籍人员入职有哪些法律责任

经济全球化的发展，各国的往来日益密切，不管是商业往来还是政治往来，还是知识文化交流都在密切的进行着，所以外国人来我们国家企业上班的人很多，我们国家的人去外企上班的人也不少。那么企业聘用外籍人员入职的法律责任有哪些？

《出境入境管理法》第80条规定：“介绍外国人非法就业的，对个人处每非法介绍一人五千元，总额不超过五万元的罚款；对单位处每非法介绍一人五千元，总额不超过十万元的罚款；有违法所得的，没收违法所得。非法聘用外国人的，处每非法聘用一人一万元，总额不超过十万元的罚款；有违法所得的，没收违法所得。”

在现在企业聘用外籍人员入职已经不是什么值得奇怪的事情了，可以说已经非常的常见了，但是对于这些外国人来说，他们所在的国家与我国在社会的各个方面，都是有一定的差别的，所以为了能够更好的管理这些外国人，国家出台了相关的外籍人员入职的法律。

聘用境外人员聘用合同条款的确定

《外国人在中国就业管理规定》第二十二条规定：“ 用人单位支付所聘用外国人的工资不得低于当地最低工资标准。”

第二十三条规定：“在中国就业的外国人的工作时间、休息、休假劳动安全卫生以及社会保险按国家有关规定执行。”该规定明确了境外人员适用我国劳动基准法的范围在最低工资标准、工作时间、休息休假、劳动安全卫生以及社会保险五个方面，从侧面反映出对这五方面以外的事项可以允许双方自由约定。

在目前企业聘用境外员工内地就业是否适用《劳动合同法》尚无定论的情况下，企业与境外员工签订劳动合同时，应该把必备最低工资标准、工作时间、休息休假、劳动安全卫生以及社会保险五个方面作为劳动合同的必备条款加以明确列明。

（1）最低工资

对于在用人单位依法就业的外籍员工，其提供正常劳动后的工资标准不得低于当地最低工资标准。

（2）工作时间

依法就业的外籍员工也适用我国劳动法有关工作时间规定。外籍员工如在法定工作时间外加班，也有获得加班工资的权利。因此，对于依法就业的外籍员工，如果在超过法定工作时间外劳动，用人单位应当依法支付加班工资。

对于管理岗位、薪资相对较高的境外员工，为避免日后发生加班费的纠纷，用人单位可以在聘用合同中约定工作时间适用不定时工作制，但要按照规定经劳动保障部门审批，这样通过合法的方式降低了加班成本。

（3）休息休假

在用人单位依法就业的外籍员工，依法享有国家法律法规规定的休息休假权利。这就意味着，外籍员工同样享受年休假、法定节假日、婚假、产假等法定假期。

实践中，很多用人单位考虑到外籍员工远在异国他乡工作，于是双方约定给予外籍员工每年一定时间的休假，供其回国与家人团聚。这是用人单位的福利，不是法定的假期。

但是，探亲假等与法定的年休假是既不重复也不能相互抵消的。所以，应当尽量先安排外籍员工使用完有关的法定假期，以免产生额外的法律成本。

（4）社会保险

《台湾香港澳门居民在内地就业管理规定》第十一条规定：“用人单位与聘雇的台、港、澳人员应当签订劳动合同，并按照《社会保险费征缴暂行条例》的规定缴纳社会保险费。” 外籍员工缴纳社会保险的问题，一直也受到关注。

《社会保险法》第九十七条规定：“外籍员工在中国境内就业的，参照本法规定参加社会保险”。人力资源和社会保障部在2011年10月15日施行的《在中国境内就业的外国人参加社会保险暂行办法》明确规定用人单位必须参加社会保险，并就外籍员工缴纳社保的前提条件、缴纳的社保种类、社保待遇的享受、不缴纳社保的救济方式及其他情况等做作了具体规定。

因此，境外员工和境内劳动者一样也要依法缴纳社会保险。用人单位要摒弃以往与员工约定不参保的免责条款，依法为境外员工参加社会保险，防范员工以用人单位没有为其参加社会保险为由主张被迫解除劳动合同而索要巨额赔偿金的风险。

我们需要明白的是，虽然外国人来我们国家的事业单位上班，但是我们应该严格执行国家法律规定的入职手续来办理外国人入职程序，因为这样才能保证公平，公正。

外籍人才的聘用手续

步骤一：体检

当企业与外籍人才达成了聘用意向，开始办理聘用手续时首先需要办理体检。

1、 体检医院：国外公立医院或北京市出入境检验检疫机构

2、 法定体检项目：检查项目包括常规的临床医学检查和实验室检验。

临床医学检查项目：内科、外科、眼科、X线检查、心电图。

实验室检查项目：艾滋病抗体、性病（梅毒）。

步骤二：申请就业许可证

1、 办事机构：北京市职业介绍服务中心

2、 办公地址：宣武区永内西街5号中国北京劳动力市场一楼大厅

3、 所需材料：

1）企业法人营业执照副本（原件及复印件）公司章程复印件、批准证书（外资企业）合资合同（合资、合作企业）的复印件

2）聘用外国人书面申请报告（详细说明聘用原因、职务、用人单位盖章）

3）企业聘用外国人的聘用意向，副总经理以上职位带董事会决议

4）外国人的中文简历和任职资格证明（学历证书或专业技能资格证书的复印件）及护照复印件（需大学本科学历及二年以上相关工作经验）；

5）医疗机构近期出具的外国人的健康状况证明（复印件）

6）外国人就业申请表（在申办单位处盖章）一份，近期二寸证件照片一张贴表上。

7）内资公司聘用外籍人员需带单位社会保险登记证原件及复印件

8）单位介绍信、经办人身份证原件。

With the development of economic globalization, the exchanges between countries are getting closer and closer. Whether it is business or political exchanges, or knowledge and cultural exchanges are being carried out closely. Therefore, many foreigners come to work in our country’s enterprises. There are also many people. So what are the legal responsibilities of enterprises for hiring foreign personnel?

Article 80 of the “Outbound Immigration Management Law” stipulates: “Any person who introduces illegal employment to a foreigner shall be fined 5,000 yuan for each person illegally introduced to the individual, with a total fine not exceeding 50,000 yuan; and 5,000 yuan for each person illegally introduced to the unit. A fine not exceeding 100,000 yuan in total; confiscation of illegal income if there is illegal income. A foreigner who illegally employs a person shall be fined 10,000 yuan for each person employed illegally, with a total fine not exceeding 100,000 yuan; if there is illegal income, the illegal income shall be confiscated . ”

It is not surprising that companies now employ foreign personnel for employment. It can be said that it is very common, but for these foreigners, their country is different from China in all aspects of society. Therefore, in order to better manage these foreigners, the state has introduced relevant foreign employment laws.

Determination of terms of employment contracts for hiring foreign personnel

Article 22 of the “Regulations on the Administration of Employment of Foreigners in China” states: “The wages paid by the employer for the employment of foreigners shall not be lower than the local minimum wage standard.”

Article 23 stipulates: “The working hours, rest, vacation, labor safety, health, and social insurance of foreigners employed in China shall be implemented in accordance with relevant state regulations.” This regulation clearly states that the application of China ’s labor standards law by foreign personnel is within the minimum wage The five aspects of standards, working hours, rest and vacations, labor safety and health, and social insurance reflect from the side that matters beyond these five aspects can be allowed to be freely agreed by both parties.

In the current situation where the employment of overseas employees in the Mainland is not covered by the Labor Contract Law, when signing labor contracts with overseas employees, the minimum wage standard, working hours, rest and vacation, labor safety and health, and society should be set. The five aspects of insurance are clearly specified as mandatory provisions of a labor contract.

(1) Minimum wage

For foreign employees employed by employers in accordance with the law, the salary standard after providing normal labor must not be lower than the local minimum wage standard.

(2) Working hours

Foreign employees employed in accordance with the law also apply the relevant working hours regulations of China’s labor law. Foreign employees also have the right to receive overtime pay if they work overtime during legal working hours. Therefore, for foreign employees employed according to law, if they work outside the legal working hours, the employer should pay overtime wages according to law.

For overseas employees with relatively high management positions and relatively high salaries, in order to avoid disputes overtime in the future, employers can agree in the employment contract to apply irregular working hours to their working hours, but they must be approved by the labor security department in accordance with regulations. This reduces the cost of overtime.

(3) Take a break

Foreign employees employed by employers in accordance with law have the right to rest and vacation as provided by national laws and regulations. This means that foreign employees also enjoy statutory holidays such as annual leave, statutory holidays, wedding leave, and maternity leave.

In practice, many employers take into consideration that foreign employees work far away in other countries, so the two sides agreed to give foreign employees a certain annual vacation for their return to reunite with their families. This is an employer benefit, not a legal holiday.

However, family leave, etc., and statutory annual leave are neither duplicated nor mutually offset. Therefore, as far as possible, foreign employees should be arranged to use up the relevant statutory holidays to avoid incurring additional legal costs.

(4) Social insurance

Article 11 of the “Regulations on the Administration of Employment of Taiwan, Hong Kong and Macao Residents in the Mainland” states: “Employers shall sign labor contracts with hired Taiwan, Hong Kong and Macao personnel and pay the society in accordance with the Provisional Regulations on the Collection and Payment of Social Insurance Fees Insurance premiums. “The issue of social insurance payments for foreign employees has also received attention.

Article 97 of the “Social Insurance Law” stipulates: “For foreign employees who are employed in China, they shall participate in social insurance with reference to the provisions of this Law.” The “Interim Measures for Foreigners to Participate in Social Insurance for Employment in China” implemented by the Ministry of Human Resources and Social Security on October 15, 2011 clearly stipulates that employers must participate in social insurance, and must pay for the prerequisites for social insurance for foreign employees, The types of social security, the enjoyment of social security benefits, the relief methods for non-payment of social security, and other conditions are specified.

Therefore, foreign employees, like domestic workers, must pay social insurance in accordance with the law. Employers should abandon the exemption clauses agreed with employees in the past, and participate in social insurance for overseas employees in accordance with the law to prevent employees from claiming huge compensations for dismissing labor contracts on the grounds that employers have not participated in social insurance.

What we need to understand is that although foreigners come to work in public institutions in our country, we should strictly implement the entry procedures required by national laws to handle the foreigner entry procedures, because this can ensure fairness and justice.

Employment Procedures for Foreign Talents

Step 1: Physical examination

When the enterprise and foreign talents have reached the intention of hiring, they must first go through a medical examination when they begin to apply for employment.

1. Physical examination hospital: foreign public hospital or Beijing Entry-Exit Inspection and Quarantine Agency

2. Statutory medical examination items: Inspection items include routine clinical medical examinations and laboratory tests.

Clinical medical examination items: internal medicine, surgery, ophthalmology, X-ray examination, electrocardiogram.

Laboratory test items: HIV antibodies, STDs (syphilis).

Step 2: Apply for Employment Permit

1. Office: Beijing Employment Service Center

2. Office Address: Lobby, 1st Floor, Beijing Labor Market, 5 Yongnei West Street, Xuanwu District

3. Required materials:

1) A copy of the business license of the legal person (original and photocopy), a copy of the company’s articles of association, a certificate of approval (foreign-funded enterprise), a joint venture contract (joint venture, cooperative enterprise)

2) Written application report for hiring foreigners (specify the reasons for employment, position, and seal of the employer)

3) The intention of the company to hire foreigners. The position of deputy general manager or above shall be decided by the board of directors.

4) Foreigner’s Chinese resume and job qualification certificate (a copy of academic credentials or professional skills qualification certificate) and a copy of passport (requires a college degree and more than two years of relevant work experience);

5) Health certificate of foreigner recently issued by the medical institution (copy)

6) A copy of the employment application form for foreigners (stamped at the applicant unit), and the recent two-inch ID photo is posted on the form.

7) The domestic company must bring the original and copy of the social insurance registration certificate for the employment of foreign personnel

8) Original letter of introduction of the unit and the identity card of the manager.